Allegations & Response Meetings

A practical, three-hour workshop equipping HR professionals and people leaders with the skills to draft sound allegations, conduct effective response meetings, and determine when further investigation is required.

IMPACT

Allegations and response meetings are two of the most consequential steps in any workplace disciplinary process. Getting them wrong can expose your organisation to legal risk, undermine outcomes, and erode trust in the process.

This standalone three-hour workshop gives HR professionals and people leaders a clear, practical framework for two of the most critical stages of a workplace investigation: drafting legally sound allegations and conducting response meetings that uphold procedural fairness.

Drawing on scenarios and case studies inspired by common workplace situations, participants will leave with the skills and confidence to manage these stages consistently, correctly, and with genuine care for the process.

CONTENT

Designed and delivered by experts in employee relations, this workshop covers four focused content areas, progressing logically through the allegations and response meeting process.

The Role of Supporting Information

  • Types of supporting information.
  • What makes information relevant and sufficient.
  • How to assess and reference supporting information.

Drafting Allegations

  • When to issue formal allegations vs. counselling.
  • The essential elements of effective allegations.
  • Reference supporting information appropriately within allegations.
  • Rewriting poorly drafted allegations.

Conduct Effective Response Meetings

  • Purpose and mindset: fact-finding vs. adversarial approaches.
  • Essential tips for effective meetings.
  • Support Person or Representative rights, role, and boundaries.
  • Handling difficult situations (stressed employees, evidence requests, physical threats, deflection).
  • Why accurate recording matters, including what to record.

Further Investigtaions

  • When are further investigations required.
  • When supplementary allegations are needed.
  • Documenting investigation findings thoroughly.
  • Consequences of inadequate investigation.
DETAILS
  • Duration: 3-hour workshop
  • Delivery: Face-to-face or online via Teams
  • Engagement: Maximum 24 attendees per session for high interaction
  • Pricing: $2,450 or $2,250 for clients with a current MyEms subscription.
  • (Excludes GST, room hire, catering, and reasonable travel/accommodation expenses for face-to-face sessions outside the Adelaide metropolitan area.)
  • Customisation: Bespoke training options available; a customised quote will be provided prior to delivery.
WHO SHOULD ATTEND?

This course is designed for:

  • HR Business Partners and HR Managers who advise on or oversee workplace investigations.
  • People Leaders and Managers who are required to conduct investigations or lead response meetings.
  • Employee Relations professionals managing misconduct, performance, or disciplinary matters.
  • Any leader or HR practitioner who wants to build confidence in applying procedural fairness

No prior formal training in workplace investigations is required. The course is suitable for both experienced practitioners looking to consolidate their knowledge and those newer to managing disciplinary processes.